L&t financial services hr presentation
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This document provides an overview of an organization's recruitment and selection process, performance management system, job descriptions, HR functions, policies, products and services, and sector information. It discusses the company's recruitment process including internal and external sources. It also outlines the selection process involving initial screening, preliminary interviews, and final interviews. The performance management system incorporates competitive, category, narrative, and special appraisal methods. HR policies aim to acquire, develop, and retain talent while establishing transparency. The company offers various financial products and services across sectors like housing, loans, and wealth management.
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- 2. AGENDA RECRUITMENT AND SELECTION PROCESS PMS METHOD AND APPRAISAL PROCESS JD AND JS HR FUNCTIONS , POLICIES AND PRACTICES PRODUCT AND SERVICES SECTOR INFORMATION ABOUT THE COMPANY
- 3. ABOUT THE COMPANY Headquarters: Mumbai, India CEO: Dinanath Dubhashi (1 Jun 2017) Founded: 2008 Subsidiaries: L&T Infrastructure Finance Company Limited, L&T mutual fund, L&T FinCrop limited, L&T capital markets limited Parent organization: Larsen & Turbo
- 4. FINANCIAL SECTOR The financial sector is a category of the economy made up of firms that provide financial services to commercial and retail customers. This sector includes banks, investment funds, insurance companies and real estate. Financial services perform best in low-interest-rate environments. A large portion of this sector generates revenue from mortgages and loans, which gain value as interest rates drop. Four different types of financial services: 1. Individual Banking 2. Business banking 3. Digital banking 4. Loans
- 5. PRODUCTS AND SERVICES Two wheeler finance Housing finance Mutual fund Farm equipment finance Wealth Management Micro Loans Supply chain finance Real estate finance Infra finance
- 6. HR FUNCTIONS The effective management and utilization of staff. Trying performance appraisal and compensation to competencies. Increasing all aspects of innovation, creativity and flexibility which are necessary to enhance the competitiveness of an organization. Managing the implementation and integration of technology through improved staffing, training and communication with employees. Developing competencies to enhance both individual and organizational performance.
- 7. HR POLICIES AND PRACTICES Acquiring, developing and retaining a pool of high caliber talent Enabling and empowering our employees to be creative and innovative Establishing system and practices for maintain transparency, fairness and equity Creating a culture of continuous learning competitiveness and excellence through change management, respecting ethics, values and good governance
- 8. JD AND JS OF RCU MANAGER HOUSING FINANCE Job Description Of RCU Manager Preparing and managing SOPs (standard operating business) for the business Analyzing issues, Monitoring learning from issues / investigations, sharing the same with HF team and installing / modifying credit controls to prevent such issues in future Review of triggers at regular frequency based on market feedback Tracking process audits, control mechanism at locations and ensuring that the same are followed as per set schedule Coordinating with Credit and product team for policy amendments based on process audit & market feedback Key Skills Fraud Investigation, Audit compliance, Risk Control, Risk Management Experience Desired 4 - 8 years of relevant work experience Qualification Graduate / Post Graduate (Preferred) Grade FL I / II
- 9. PMS METHODS OF APPRAISAL AND PROCESS Competitive employee appraisal It takes into account the level of performance in relation to the performance by other employees Category employee appraisal It evaluates performance based on the rating scale of 1 to 5, or it could involve selecting different categories, such as "always," "sometimes performs," "rarely performs" or "never performs." Narrative employee appraisal It usually done by the employee's immediate supervisor and written in words. The supervisor gives the appraisal of an employee's performance, strengths and areas needing improvement in paragraph form. Special employee appraisal In this the motive is to reach a certain level of improvement. It pinpoints areas of weaknesses, what needs to be improved and how it can be accomplished. It also commends the employee for his strengths
- 10. RECRUITMENT PROCESS RECEUITMENT PROCESS INTERNAL EXTERNAL PROMOTION AND TRANSFER EMPLOYEE REFERRAL CAMPUS RECRUITMENT OUTSOURCING JOB PORTALS CONSULTANCY
- 11. SLECTION PROCESS INITIAL SCREENING HR will conduct an initial screening based on the details provided in the CV, and also the pre determined criteria. PRELIMINARY INTERVIEW A preliminary interview with HR will be conducted prior to the panel interview. The preliminary interview may be conducted via telephone if it is a case of an outstation candidate FINAL INTERVIEW HR will intimate the candidate about interview time , date and venue for the final interview
- 12. ThankYou